Question 1

When job analysis is done for compensation purposes, data collected must focus on:

Accepted Answer

A) monitoring performance of the job incumbent 
B) reviewing task inventories 
C) providing training to job incumbents 
D) increasing the number of different tasks an employee performs 
E) establishing job similarities and differences 
A) monitoring performance of the job incumbent 
B) reviewing task inventories 
C) providing training to job incumbents 
D) increasing the number of different tasks an employee performs 
E) establishing job similarities and differences

Question 2

List the major decisions in designing a job analysis.

Accepted Answer

How useful

Question 3

The final step in the job analysis process is to:

Accepted Answer

A) enlarge the job 
B) revise job specifications 
C) verify the accuracy of the resulting job descriptions 
D) revise human resource plan 
E) downsize the organization 
A) enlarge the job 
B) revise job specifications 
C) verify the accuracy of the resulting job descriptions 
D) revise human resource plan 
E) downsize the organization

Question 4

Job analysis usually collects information about:

Accepted Answer

A) tentative agreements 
B) standing plans 
C) specific tasks or behaviours 
D) performance appraisal 
E) standing policy 
A) tentative agreements 
B) standing plans 
C) specific tasks or behaviours 
D) performance appraisal 
E) standing policy

Question 5

In addition to defining and describing jobs, descriptions of managerial/professional jobs often include more detailed information on the:

Accepted Answer

A) nature of the job, its scope, and accountability 
B) job redesign and correcting discrepancies 
C) functional job analysis 
D) job evaluation and analysis processes 
E) performance appraisal and union affiliation 
A) nature of the job, its scope, and accountability 
B) job redesign and correcting discrepancies 
C) functional job analysis 
D) job evaluation and analysis processes 
E) performance appraisal and union affiliation

Question 6

Job analysis provides the underlying information for preparing job descriptions and evaluating jobs.

Accepted Answer

A) True 
 B)False

Question 7

What is the most common way to collect job information for analysis?

Accepted Answer

The most common way

Question 8

Which of the following does the consolidation phase of job study involve?

Accepted Answer

A) familiarizing the job analyst with the work layout and the mechanics associated with the end-to-end performance of major duties 
B) bringing all the interviewees together for the purpose of determining if the consolidated job description is accurate and complete 
C) clarifying, confirming, and refining the information developed in the interviews 
D) piecing together into one coherent and comprehensive job description the data obtained from several sources 
E) reviewing existing documents in order to develop an initial "big-picture" familiarity with the job 
A) familiarizing the job analyst with the work layout and the mechanics associated with the end-to-end performance of major duties 
B) bringing all the interviewees together for the purpose of determining if the consolidated job description is accurate and complete 
C) clarifying, confirming, and refining the information developed in the interviews 
D) piecing together into one coherent and comprehensive job description the data obtained from several sources 
E) reviewing existing documents in order to develop an initial "big-picture" familiarity with the job

Question 9

A job specification is a short paragraph that provides an overview of the nature of the job.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is one of the main uses of job analysis in job compensation?

Accepted Answer

A) It reinforces the inducements for performance with regard to compensation. 
B) It establishes similarities and differences in the content of jobs. 
C) It creates a misaligned job structure. 
D) It eliminates the want for higher pays in relation with skills. 
E) It reconnects the insignificance of skills with the emphasis on equal pay. 
A) It reinforces the inducements for performance with regard to compensation. 
B) It establishes similarities and differences in the content of jobs. 
C) It creates a misaligned job structure. 
D) It eliminates the want for higher pays in relation with skills. 
E) It reconnects the insignificance of skills with the emphasis on equal pay.

Question 11

Distinguish between a job and a task.

Accepted Answer

A job is a group of tasks perf

Question 12

Which of the following involves the elemental tasks or units of work, with emphasis on the purpose of each task?

Accepted Answer

A) job design data 
B) task variety data 
C) job content data 
D) task identity data 
E) task analyzability data 
A) job design data 
B) task variety data 
C) job content data 
D) task identity data 
E) task analyzability data

Question 13

Which of the following is the first step in the process of creating an internal pay structure?

Accepted Answer

A) job evaluation 
B) job analysis 
C) assessing value 
D) describing competencies 
E) translating value into pay structure 
A) job evaluation 
B) job analysis 
C) assessing value 
D) describing competencies 
E) translating value into pay structure

Question 14

What is the role of top management and unions in job analysis?

Accepted Answer

In addition to involvement by analysts,

Question 15

The knowledge, skills, and abilities required to adequately perform the tasks are referred to as:

Accepted Answer

A) job specifications 
B) job analyses 
C) positions analyses 
D) performance appraisals 
E) job evaluations 
A) job specifications 
B) job analyses 
C) positions analyses 
D) performance appraisals 
E) job evaluations

Question 16

Whether through conventional analysis or a quantitative approach, completing a questionnaire requires considerable involvement on the part of both employees and supervisors.

Accepted Answer

A) True 
 B)False

Question 17

Why do employers conduct job analysis?

Accepted Answer

Job analysis provides managers a work-re

Question 18

Quantitative job analysis is a systematic process that focuses exclusively on collecting information about an individual's mathematical skills.

Accepted Answer

A) True 
 B)False

Question 19

Name six ways to judge job analysis.

Accepted Answer

The six ways to judge job anal

Question 20

Which of the following should a manager do if employees and their supervisors do not agree on what is part of the job?

Accepted Answer

A) file a grievance 
B) collect more data 
C) reengineer the job 
D) revise organization structure 
E) write job analysis 
A) file a grievance 
B) collect more data 
C) reengineer the job 
D) revise organization structure 
E) write job analysis

When job analysis is done for compensation purposes, data collected must focus on:

List the major decisions in designing a job analysis.

The final step in the job analysis process is to:

Job analysis usually collects information about:

In addition to defining and describing jobs, descriptions of managerial/professional jobs often include more detailed information on the:

Job analysis provides the underlying information for preparing job descriptions and evaluating jobs.

What is the most common way to collect job information for analysis?

Which of the following does the consolidation phase of job study involve?

A job specification is a short paragraph that provides an overview of the nature of the job.

Which of the following is one of the main uses of job analysis in job compensation?

Distinguish between a job and a task.

Which of the following involves the elemental tasks or units of work, with emphasis on the purpose of each task?

Which of the following is the first step in the process of creating an internal pay structure?

What is the role of top management and unions in job analysis?

The knowledge, skills, and abilities required to adequately perform the tasks are referred to as:

Whether through conventional analysis or a quantitative approach, completing a questionnaire requires considerable involvement on the part of both employees and supervisors.

Why do employers conduct job analysis?

Quantitative job analysis is a systematic process that focuses exclusively on collecting information about an individual's mathematical skills.

Name six ways to judge job analysis.

Which of the following should a manager do if employees and their supervisors do not agree on what is part of the job?

The Pay Model

Strategy: the Totality of Decisions

Defining Internal Alignment

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters

Exam 4: Job Analysis

When job analysis is done for compensation purposes, data collected must focus on:

List the major decisions in designing a job analysis.

The final step in the job analysis process is to:

Job analysis usually collects information about:

In addition to defining and describing jobs, descriptions of managerial/professional jobs often include more detailed information on the:

Job analysis provides the underlying information for preparing job descriptions and evaluating jobs.

What is the most common way to collect job information for analysis?

Which of the following does the consolidation phase of job study involve?

A job specification is a short paragraph that provides an overview of the nature of the job.

Which of the following is one of the main uses of job analysis in job compensation?

Distinguish between a job and a task.

Which of the following involves the elemental tasks or units of work, with emphasis on the purpose of each task?

Which of the following is the first step in the process of creating an internal pay structure?

What is the role of top management and unions in job analysis?

The knowledge, skills, and abilities required to adequately perform the tasks are referred to as:

Whether through conventional analysis or a quantitative approach, completing a questionnaire requires considerable involvement on the part of both employees and supervisors.

Why do employers conduct job analysis?

Quantitative job analysis is a systematic process that focuses exclusively on collecting information about an individual's mathematical skills.

Name six ways to judge job analysis.

Which of the following should a manager do if employees and their supervisors do not agree on what is part of the job?

The Pay Model

Strategy: the Totality of Decisions

Defining Internal Alignment

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters